Povezanost organizacijske kulture i menadžmenta promjena u hrvatskim proizvodnim poduzećima

master's thesis

• Title (english): Connection between organizational culture and change management in Croatian production companies
• Author: Barbara Alavanić
• Mentor: Mislav Ante Omazić (mentor); MBZ: 246615
• Committee member: Ivana Načinović Braje (predsjednik povjerenstva)
• Committee member: Rebeka Danijela Vlahov Golomejić (član povjerenstva)
• Granter: University of Zagreb; Faculty of Economics and Business; Zagreb
• Defense date and country: 2021-09-10, Croatia
• Scientific / art field, discipline and subdiscipline: SOCIAL SCIENCES; Economics

Abstract

Organizacije moraju kontinuirano razmišljati o promjenama koje će im omogućiti uspjeh te zdravi rast i razvoj nje kao cjeline i ljudi kao njezinih sastavnih dijelova. U današnjim modernim i volatilnim uvjetima poslovanja organizacije stavljaju naglasak na fleksibilnost, prilagodljivost i konkurentnost. Jedan od elemenata koji utječu na uspješnu provedbu ovog procesa je organizacijska kultura. Ona je vrlo bitan čimbenik razvoja i poslovanja svakog poduzeća. Cilj diplomskog rada je dokazati da je organizacijska kultura ključni čimbenik uspješne provedbe organizacijskih promjena. Napravljeno je primarno istraživanje na uzorku hrvatskih proizvodnih poduzeća, gdje su se kroz polustrukturirani intervju s nekoliko ključnih osoba organizacija prikupili osnovni primarni podaci na temelju kojih će biti napisana studija slučaja. Zaključeno je da dva hrvatska proizvoda poduzeća imaju jaku organizacijsku kulturu koja njeguje i potiče konstantne promjene. Organizacijska kultura igra veliku ulogu u otporu zaposlenika i u opstanku promjena.

Abstract (english)

Organizations need to constantly think about change in order to be able to succeed and to pursue growth and people are a key prerequisite for change. In today's modern and changing business environment, organizations place emphasis on flexibility, adaptability and competitiveness. One of the elements that influence the success of this process is organizational culture which is a truly important factor for the change and the development of any company. The aim of this paper is to explain that organizational culture is a key factor in successfully verifying organizational change. A primary research was conducted on a sample of Croatian manufacturing companies where, through a semi-structured interview with several key persons from the organizations, collected basic primary data as a starting point for the case study. It has been concluded that both these two Croatian companies present a strong organizational culture that support and encourage constant change. Organizational culture plays a major role in fighting the employees’ resistance and as a consequence fostering change.

• Keywords: organizacijska kultura; menadžment promjena; otpor zaposlenika; spremnost za promjene
• Keywords (english): organizational culture; change management; employee resistance; readiness for change
• Language: croatian
• URN:NBN: urn:nbn:hr:148:789797
• Study programme: Title: Business Economics; Study programme type: university; Study level: graduate; Academic / professional title: magistar/magistra ekonomije (magistar/magistra ekonomije)
• Type of resource: Text
• File origin: Born digital
• Access conditions: Access restricted to students and staff of home institution
• Created on: 2021-09-22 11:43:34